Scott Morris, Ph.D.
Scott Morris received a Ph.D. in Industrial-Organizational Psychology in 1994 from the University of Akron. He received a B.A. in Psychology from the University of Northern Iowa in 1987.
Morris teaches courses in personnel selection, covering topics such as job analysis, test development and validation, and legal issues. He also teaches courses in basic and multivariate statistics and multilevel data analysis.
Morris is actively involved in research on applied statistics and personnel selection. Much of his work involves the development of statistical methods. This includes methods of meta-analysis for program evaluation research, statistics for assessing the adverse impact of employee selection systems, and methods to evaluate the measurement equivalence of questionnaires. He also conducts research exploring issues of validity and discrimination in employee selection systems.
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A meta-analysis of the relationship between individual assessments and job performance. Journal of Applied Psychology, 100, 5-20.
Morris, S. B., Huang, J., Zhao, L., Sergent, J. D., & Neuhengen, J. (2014). Measurement equivalence of the Empowerment Scale for White and Black persons with severe mental illness. Psychiatric Rehabilitation Journal, 37, 277-283. NIHMSID: NIHMS599396.
Deprez-Sims, A., & Morris, S. B. (2013). The effect of non-native accents on the evaluation of applicants during an employment interview: The development of a path model. International Journal of Selection and Assessment, 21, 355-367.
Thompson, J. T., & Morris, S. B. (2013). What factors influence judges’ rulings about the legality of affirmative action plans? Journal of Business and Psychology. 28, 411-424.
Biddle, D. A., & Morris, S. B. (2011). Using Lancaster’s mid-p correction to the Fisher exact test for adverse impact analyses. Journal of Applied Psychology, 96, 956-965.